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GHRM ppt-1

Green human resource management (GHRM) refers to HRM policies and practices that promote environmental sustainability. It aims to make employees and the organization more environmentally friendly. Key aspects of GHRM include green recruitment, performance management aligned with environmental goals, and compensation linked to eco-friendly initiatives. GHRM benefits organizations through reduced paper usage, energy conservation, and engaging employees in sustainability efforts. The document outlines GHRM strategies and policies organizations can implement.

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Khizer Pasha
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180 views20 pages

GHRM ppt-1

Green human resource management (GHRM) refers to HRM policies and practices that promote environmental sustainability. It aims to make employees and the organization more environmentally friendly. Key aspects of GHRM include green recruitment, performance management aligned with environmental goals, and compensation linked to eco-friendly initiatives. GHRM benefits organizations through reduced paper usage, energy conservation, and engaging employees in sustainability efforts. The document outlines GHRM strategies and policies organizations can implement.

Uploaded by

Khizer Pasha
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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GREEN HUMAN

RESOURCE
MANAGEMENT
Submitted to: Miss Nighat
Submitted by:
 Khizer Pasha Bbhm-f19-296
 Ghulam Fareed Bbhm-f19-274
 Muhammad Hammad Bbhm-f19-280
Subject: Human Resource Management
Table of Contents

 Introduction to GHRM
 Green HRM Process
 Advantages of GHRM
 Implement Green HRM
 Green HRM policies
 Green HRM Strategies
 Conclusion
Green HRM

 As an emerging concept, Green Human


Resource Management (GHRM) means,
“HRM activities which enhance positive
environmental outcomes”
 Itrefers to the policies, practices and systems
that make employees of the organization
green for the benefit of the individual,
society, natural environment and the
business.
Green HRM
 Green HRM maintains its green objectives all
throughout the HRM process of recruiting,
hiring, training, compensating, developing and
advancing the firms’ human capital.
Green Recruitment
 Green job descriptions with environmental
aspects are now being included for employees
within the recruitment agenda.
 Process of hiring individuals with knowledge,
skills, approaches and behaviors that identify
with environmental management systems
within an organization.
E.g. German firms such as Siemens & BASF
use environmental activities and a green
image to attract high quality staff.
Green Performance Management
 The job description should be aligned with green
tasks and goals to be achieved.
 The HR staff should modify the performance
appraisal rating system to include dimensions for
rating people on the following behavioral and
technical competences:
Team work, Collaboration, Diversity, Innovation
and Environmental Stewardship.
Green Compensation
 In accordance to a strategic approach for reward
and management, modern organizations are
developing reward systems to encourage eco-
friendly initiatives embarked upon them by their
employees.
 Employee participation in Green initiatives
increases the chances of better green
management as it aligns employees’ goals,
capabilities, motivations, and perceptions with
green management practices and systems.
Green Compensation
 Eco-friendly ideas should be welcomed from
all employees irrespective of their designation
which will encourage their interest in
environmental issues and make best use of
applying their skills.
E.g. Firm policies that support employee
eco-initiatives and supervisors who support
employee environmental actions have been
seen in firm practice in the US and Europe as
at GE Plastics in the Netherlands.
Advantages of GHRM
 Paperless  Conservation of
Office
Energy
Implement Green HRM:
 Recruitand pick human beings devoted to the
environment.
 Trainand examine personnel performance
based on environmental standards.
 Implement ways of rewarding man or woman
and collective environmental performance is
remunerated and non-remunerated methods.
 Stimulate non-stop education in environmental
control.
Conti…

 Treatenvironmental elements as values


of company subculture .
 Promote interaction between teams to
cope with environmental problems and
try for non stop development of
environmental control sports.
Green HRM policies:
 There are not any doubt that groups that are the main
motive of environmental issues. They need to
therefore play a massive position in addressing
environmental management problems. Bebbington
(2001)has identified a huge range of GHRM
practice.
1. Sourcing and acquisition of human sources.
2. Green recruitment, and selection.
3. Orientation.
4. Green performance control.
Conti…

5. Learning and improvement.


6. Green compensation and reward
management.
Green HRM Strategies
There is still a growing immense need for the sake of
the formulation of green HRM strategies,
incorporating the literature, processes, models and
examining their implications on overall firm
performance and the firms are also under immense
pressure from various stakeholders for integrating
green HR policies and strategies into overall firm
strategy rather. The general purpose of this article is to
discuss the idea of green HRM practice from a
theoretical point of view and to study the strategic
implementation of it on variant traditional HR
functions indeed. 
Conclusion

• Is The Most Important Asset Of An Organization That


Plays An Important Role In Managing The Employees.

• The Recent Increased Trend Of Corporate Focus On


Greening The Business, The Modern HR Managers Have
Been Assigned With Additional Responsibility Of
Incorporating The Green HR Philosophy In Corporate
Mission Statement Along With HR Policies.
Conti…
• Changes In Corporate Perspectives Related To The
Environmental Initiatives Can Be Seen In Written Policy
Statements.

• . Green Process And Policies Are Now Making Their Way


Through Within The Hr Space Complementing The
Existing Green Practices And Initiatives.
Practices 
• Encouraging employees, through training and
compensation, is to find ways to reduce the use of
environmentally damaging chemicals in their products.

• Assisting employees in identifying ways to recycle


products that can be used for playgrounds for children
who don’t have access to healthy places to play.

• Designing a company’s HRM system is to reflect


equity, development, and wellbeing, thus contributing
to the long-term health and sustainability of both
internal (employees) and external communities.
Conti… 
• Emphasizing long-term employment security is
to avoid disruption for employees, their families,
and their communities.

• Use of job portals of companies for recruitment


and custom of telephone, internet, and video
interviews, which can lessen the travel
requirements of the candidate and affecting the
reduction in paperwork.

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